Many people are concerned as to what extend the decision to leave the EU will impact on employment law.  The simple truth of the matter is that at this point we simply don’t know, all that we do know is that we are faced with a period of considerable uncertainty.

Until the UK actually leaves the EU, EU law will continue to apply.  The extent to which how much EU-derived employment law must be retained may not be finally settled until terms have been negotiated for our ongoing relationship with the EU.  Even after this point it is highly likely that changes to employment law will take many years to actually be implemented especially given the Brexit workload involved for the government.

However, one impact of the vote to leave is likely to be delays to national initiatives e.g. gender pay gap reporting (planned for October 2016), the extension of shared parental leave to grandparents (a consultation expected in May 2016 was shelved until after the vote), and reform of tribunal fees / structure.

If you would like to know more about this subject please contact one of our HR consultants at info@connectivebusiness.co.uk